Organisational Factors affecting the competancy development - career planning
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CHR Started The Discussion:

Dear Sir / Mam

I joined this forum very recently.... Its really amazing to gain more info on HR....

I am a Practicing HR professional and a Research Scholar from the Dept. of Mgt. Studies, India Institute of Technology, Madras in India ... I work for a Japanese JV as a HR manager ... My area of Research is on the ' organisational Factors affecting the competancy development of the individual'

If you have sugesstions / resources to help me , I will be very greatful to you...

Looking forward to build a good relationship with you all

Thanks & rgds



Vijayabaskar
Human Resources
UCAL Fuel Systems Ltd.
A98 -A100, PIPDIC Industrial Estate, Mettupalayam, Pondicherry 605009 India
+91413 2272675
www.ucalfuel.com

leolingham2000 -  Member Since: Apr 2005
VIJAYABHASKAR,

HERE ARE FEW FACTORS.


ORGANIZATIONAL FACTORS AFFECTING COMPETENCY
DEVELOPMENT

Organization's Career Planning and Talent Management
Organization's Coaching
Organization's Delivering Training
Organization's Designing Learning

Organization's Facilitating Organizational Change
Organization's Improving Human Performance
Organization's Managing Organizational Knowledge
Organization's Managing the Learning Function

Organization's Measuring and Evaluating.
Organization's learning strategy
Organization's people development strategy
Organization's human resource developement plan

Organization's knowledge management
Organization's career planning
Organization's talent management
Organization's Diversity management

Organization's administrative support
Organization's professional support
Organization's line management support
Organization's innovation management

Organization's leadership influence
Organization's line management influence
Organization's awareness level of competence
Organization's individual self management

Organization's result orientation
Organization's communication systems
Organization's committment
Organization's resource management edge

Organization's flexibility at work
Organization's quality of worklife
Organization's employer branding
Organization's performance management

Organization's recruitmant/ selection
Organization's job challenge
Organization's job design
Organization's support for creativity

Organization's employee care
Organization's retention management
Organization's leveraging diverse talent
Organization's job security perception

Organization's career advancement/ management
Organization's strategy
Organization's objective
Organization's focus
Organization's participation policy
Organization's staff involvement


regards

LEO LINGHAM




 
 
 
 





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